Leading with Fairness: Building LGBTQIA+ Inclusive Workplaces
Pride Month is more than just rainbow flags and hashtags. For business owners, it’s an invitation to examine how your workplace supports all people regardless of identity, orientation, how they speak, look, or show up in the world. As an HR consultant, I see time and time again that thriving teams are built on safety and acceptance. If people don’t feel safe to be themselves, they can’t do their best work, which is not just a culture problem, it’s an ethical one.
Ethical leadership means treating everyone fairly not just because it’s the law (though it often is), but because it’s right. Denying people opportunities based on anything other than skill and performance is both unethical and bad for business. When you’re a small team, especially just starting out with your first hire or two, you have a huge opportunity to build an inclusive, equitable culture from day one.
So Where Do You Start?
You don’t need a DEI department or a giant HR budget to build an LGBTQIA+ inclusive workplace. Here are a few powerful shifts that any small business can make:
Use inclusive language in job descriptions and handbooks (skip the “he/she,” honor your team’s pronouns, and avoid commenting on appearance or gender expression).
Review your policies—not just to protect, but to include. That means:
Parental leave that’s not limited to cisgender, heterosexual parents
Gender-neutral bathrooms
Transition support and time off for gender-affirming care
Offer benefits that reflect real life, including health insurance that covers gender-affirming care and fertility support for LGBTQIA+ families.
Create space for people to be themselves, starting with how you onboard and communicate. Normalize asking for pronouns, address and have zero tolerance for microaggressions, and build trust.
Train yourself and your team. Safe space training, inclusive leadership workshops, or simply learning how to listen without judgment all go a long way.
When the Law Falls Short, Do the Right Thing Anyway!
Sometimes, legal systems only recognize two genders. Insurance companies may lag behind in inclusive benefits but you can still take a stand:
Let your team know that your company recognizes and respects all gender identities.
If your benefits can’t provide what someone needs, advocate—and look for workarounds (like additional time off or reimbursement).
Be transparent. Be kind. Be willing to evolve.
You're Not Expected to Know Everything—But You Are Expected to Try
You don’t have to be perfect. You don’t have to get it right the first time. But you do have to be open. If you make a mistake, listen, learn, act- that’s what inclusive leadership looks like.
You’re not just someone’s boss, you’re a builder of culture and a shaper of values. If you want your team to grow, thrive, and bring their full selves to work—you’ve got to lead like it.
Happy Pride. 🌈
